The following is a list of sexualslurs that are, or have been, commonly or notably used to refer to members of a given sexual minority, gender, sex, or sexual orientation in a derogatory or pejorative manner.

This list is comprised of slurs that have named references.

It is not uncommon for minority groups to adopt an originally disparaging term and use it of themselves, as an act of self-assertion.

Sexual harassment of employees occurring in the workplace or in other settings in which employees may find themselves in connection with their employment is unlawful and will not be tolerated by this organization.

Because [name of employer] takes allegations of sexual harassment seriously, we will respond promptly to complaints of sexual harassment and where it is determined that such inappropriate conduct has occurred, we will act promptly to eliminate the conduct and impose such corrective action as is necessary, including disciplinary action where appropriate.

The legal definition of sexual harassment is broad and in addition to the above examples, other sexually oriented conduct, whether it is intended or not, that is unwelcome and has the effect of creating a work place environment that is hostile, offensive, intimidating, or humiliating to male or female workers may also constitute sexual harassment.

She is the third and youngest child of Patricia Hickey, a former opera singer and voice coach of Irish American extraction, and Alfred Roy Carey (formerly Nuñez), an aeronautical engineer of African-American and Venezuelan descent.

As a multiethnic family, the Careys endured racial slurs, hostility, and sometimes violence, causing the family to frequently relocate throughout the New York and Rhode Island areas.

Because of strong ratings for the Unplugged television special, the concert's set list was released on the EP MTV Unplugged, which Entertainment Weekly called "the strongest, most genuinely musical record she has ever made...

Intentional and undesired physical contact, sexually offensive conduct by individuals in positions of authority, or by co-workers, students, clients, contractors, or visitors that unreasonably interferes with the ability of a person to perform her/his academic or employment-related responsibilities.

This might be because they fear retaliation in the form of loss of employment, economic loss, loss of benefits, loss of status, loss of promotional opportunities, impairment of academic success, or, in some cases, fear of physical or emotional harm.

Sexual harassment may be verbal, graphic, written or physical in nature, each of which may be grounds for disciplinary action.

Sexual harassment includes such behavior as sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature directed towards an employee, student, or applicant.

Sexual harassment has been determined to be unlawful and is addressed under Title VII of the 1964 Civil Rights Act, Title IX of the 1972 Education Amendments, State of California Department of Fair Employment and Housing (DFEH) Regulations, CSU Chancellor's Executive Order #345, and this CSUSB Policy.

Although the supervisor never explicitly conditioned job benefits on the granting of sexual favors, the court held that discussions of employment topics, such as attendance, leaves of absence and performance appraisals shortly before asking the employee to engage in oral sex was implicit quid pro quo sexual harassment.

It should also be noted that non-sexual conduct can support a sexual harassment claim when that conduct is "based on sex or gender." In an often cited case a female police officer sued her employer, alleging that she had been subjected to a campaign of threats, rejection, mockery and intimidation because of her gender.

Alternative methods to report sexual harassment, include (1) the use of a professional, reliable, and credible third party, to take an initial report of sexual harassment which is unbiased; and (2) having someone, other than the immediate supervisor also available to take a report of sexual harassment.

Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature.

Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, or suggestive or obscene letters, notes, or invitations.

Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the Administrator of any member of management so it can be investigated in a timely and confidential manner.

Sexual harassment occurs when unwelcome verbal or written communication or physical conduct is of a sexual nature or is gender-based (that is, directed at a person because of his/her gender), and:

Sexual harassment by an on-duty employee toward another employee, by an on-duty employee toward a non-employee (while involved in the transaction of City business) such as City customers, Councilmembers, board members, volunteers or vendors while involved in a legitimate business transaction is covered by and subject to enforcement under this policy.

Complaints of sexual harassment that are found, following investigation, to be contrived or willfully intended to cause harm to the accused person are a violation of this policy, and the complainant is subject to disciplinary action.

The DDL Email Discussion List is open to all those who wish to examine the integration of sovereign citizen lawmaking and still-strong, but heavily regulated representative government.

List members discuss these topics both on-list and in off-list, interpersonal emails.

Obscene language, racist or sexual or religious slurs, gender warfare, name-calling, generally disruptive behavior, any form of threat, or any form of racism will result in the offender being removed from the list's membership.

www.ddleague-usa.net /list.html (726 words)

the childfree-by-choice pages [mailing list](Site not responding. Last check: 2007-10-22)

The childfree email discussion list provides information, discussion, a supportive environment, and a place to blow off steam for those who have actively chosen to be childfree.

Slurs against any ethnic group, sexual orientation, gender, etc. will NOT be tolerated and are grounds for immediate expulsion from the list.

As a member of this list, you are expected to respect the confidentiality of the other list members and be reasonably supportive of those members.

To the list: After you have subscribed to a list, you can send messages to all the other subscribers (unless it's an announcement-only list like UUA-L) by sending email to the list address, which is "listname@lists.uua.org".

Many list names have a lower case "l" in the name (the letter L); mistaking this for a "1" (number one) is very common and causes the system to reply that there is no such list.

UUA mailing lists may not be used for creating offensive or disruptive messages, including those containing sexual implications, racial slurs, or any comment that offensively addresses someone's age, sexual orientation, religious or political beliefs, national origin, or disability.

This is to reaffirm the policy of the City of Philadelphia that sexual harassment of a City employee, applicant for employment, or the public by City officials or employees is prohibited.

Sexual harassment is a violation of federal and state laws and the Philadelphia Fair Practices Ordinance, and may expose not only the City, but individuals to significant liability under the law.

All complaints of sexual harassment against a City employee shall be received, investigated and disposed of in accordance with the procedures set forth in this Policy, and complainants shall be notified of the final disposition/action taken by the Appointing Authority of the accused.

Sexual harassment is used to diminish a woman's(1) worth, to discount her work capabilities, and to view her as a sex object.

Sexual harassment complainants have lost in court because their employer was not given the opportunity to remedy the situation.

In determining whether sexual harassment has occurred, the standard to be applied is that of the victim, so long as this perspective is reasonable for a person of the same gender under similar circumstances.

One expert lists at least three types of witnesses encountered during the sexual harassment investigations: the non-cooperative witness, the witness who loves the limelight, and the witness with an ax to grind.

Another argument you'll hear is that sexual harassment is all "subjective" and "depends on the victim's perceptions."Of course to some extent this is true, for what is harassing to one person may not be to another; there are no "lists"of right and wrong behaviors.

As a sexual harassment trainer I know that when a man waits quietly at the back of the room after the workshop, he usually has a story he wants to tell but was too embarrassed to discuss it in front of the group or with anyone else.

www.msu.edu /~wrc/sh/swinvestigate.htm (14029 words)

Policy(Site not responding. Last check: 2007-10-22)

Sexual harassment of employees occurring in the workplace or in other settings in which employees may find themselves in connection with their employment is unlawful and will not be tolerated.

Because Holliston Public Schools takes allegations of sexual harassment seriously, we will respond promptly to complaints of sexual harassment and where it is determined that such inappropriate conduct has occurred, we will act promptly to eliminate the conduct and impose such corrective action as in necessary, including disciplinary action where appropriate.

Please note that while this policy sets forth our goals of promoting a workplace that is free of sexual harassment, the policy is not designed or intended to limit our authority to discipline or take remedial action for conduct which we deem unacceptable, regardless whether that conduct satisfies the definition of sexual harassment.

www.holliston.k12.ma.us /admin/policy.htm (11514 words)

The Ultimate User:Hyacinth/List of articles created by me Dog Breeds Information Guide and Reference(Site not responding. Last check: 2007-10-22)

Now the list appears to have somewhat drifted away from it's original topics, and is mostly a low volume discussion of quantum mechanics and theories of consciousness, which has been a perennial topic all this year.

The list is intended primarily for low-volume, high-content scientific correspondence and as a publically accessible forum for the interested members of the public.

This list is a forum for topics related to cryonics, which include biochemistry of memory, low temperature biology, legal status of cryonics and cryonically suspended people, nanotechnology and cell repair machines, philosophy of identity, mass media coverage of cryonics, new research and publications, conferences, and local cryonics group meetings.

Sexual harassment in employment violates the provisions of the Fair Employment and Housing Act, specifically Government Code sections 12940(a), (j), and (k).

A program to eliminate sexual harassment from the workplace is not only required by law, but is the most practical way to avoid or limit liability if harassment should occur despite preventive efforts.

Employees or job applicants who believe that they have been sexually harassed may, within one year of the harassment, file a complaint of discrimination with the California Department of Fair Employment and Housing.

We offer two versions of the mailing list, Digest (A daily batch of the posts in one e-mail) or Standard (multiple e-mails per day as they are posted to the list).

Feel free to talk to other people on the list about her, or if you would like to share your stories, comments, or information etc. This list was started January 11, 1999 and has reached 987 members and currently has 200 members.

This list is not intended for private conversations of a nature unrelated to Cyndi Lauper.

A douche bag, Dictionary.com says, is a "small syringe with detachable nozzles; used for vaginal lavage and enemas." Of course, "douche bag" is also a sexualslur.

I think the term "douche bag" is a sexualslur because male supremacists have pronounced women's vaginas as repulsive, offensive and repugnant, with any object used to wash them most offensive and nasty of all.

She calls them "phallocrats," "pricks," "snools," "snot boys," "jockocrats," "dicks", "cockocrats", "androlators," "bore-ocrats." None of these words has anything at all to do with women or with sexualslurs against women; they are, in fact, a deconstruction of male supremacist language accomplished in the process of hoisting men on their own misogynist petards.

Section 5.09.010, B, in part makes it the policy of this County to "investigate all observed or reported instances of sexual harassment, and take all appropriate corrective action " Subsection C requires that the County have a process permitting employees to bring internal complaints of sexual harassment.

Therefore, it is important that the department, County Counsel, and the OAAC are in agreement with the findings of the initial investigation, the appropriate corrective action to be taken, and the merits for offering a monetary settlement.

For example, termination, failure to hire, denial of promotion, denial of transfer, denial of disability or pregnancy leave, work environment sexual, or racial harassment are typical acts of harm which are alleged in employment discrimination cases.

The term homophobia means fear or hatred of, aversion to, or prejudice or unjust discrimination against homosexual people.

Sometimes homosexuals who are opposed to homosexual behaviour or who choose to hide their orientations, particularly public figures, are forcibly outed by campaign groups or newspapers who claim that opposing homosexual behaviour while being homosexual is hypocritical and should be exposed.

In some of these cases, the defendant argued that their action was due to a moment of panic caused by their belief that the victim was pursuing them sexually.